Staffing & Internship Services for Diverse Industries in Indonesia
SCROLL DOWNAt PT BREXA RAYA INDONESIA, compliance is our highest priority. We are committed to maintaining a reliable and transparent operational system that allows our clients to use our services with confidence. As a result, we achieve a high level of trust and employee retention, providing “Reliable and Trusted Human Resource Solutions” to our partners.
Indonesia’s labor regulations can be highly complex, and companies may unintentionally violate legal requirements without proper knowledge and support. In some cases, staffing agencies have caused labor management issues such as inappropriate fee collection from candidates, unpaid overtime, lack of BPJS enrollment, and failure to report employment contracts to the labor authorities.
At BREXA RAYA INDONESIA, we provide comprehensive support for safe and compliant workforce management from recruitment and employment administration to ongoing operational support ensuring peace of mind for both clients and candidates.
● Trusted by more than 170 companies, primarily Japanese corporations, as well as multinational companies from Asia and Europe and local Indonesian enterprises.
● Over 3,800 dispatched employees are actively working with our clients every day.
● Extensive experience supporting Japanese manufacturing companies, particularly in the automotive sector.
● We provide workforce solutions across a wide range of industries, including food and cosmetics manufacturing, logistics and warehousing, cleaning services, construction, and reception/customer service operations.
We provide flexible and optimized workforce solutions tailored to each client’s specific needs. From long-term and short-term staffing services to the placement of immediately available skilled personnel, as well as domestic internship (Magang) programs based on CSR initiatives, we offer comprehensive support covering recruitment, placement, and post-deployment operations.
We carefully select candidates from a large talent pool based on each client’s specific requirements and provide them through staffing or recruitment services. High-performing personnel may also be transitioned to direct employment with the client in the future (placement fee applies). Please note that the basic process leading up to the start of employment or internship is generally the same in all cases.
Reduced HR and Employment Management Burden
As dispatched employees are employed under our company, we handle a wide range of labor management responsibilities, including employment contract administration, payroll calculation (including overtime), BPJS registration, and salary payments. This allows clients to significantly reduce internal administrative workload and focus on their core business operations.
Flexible Workforce Adjustment
Unlike direct employment, staffing services provide greater flexibility in contract duration and workforce allocation. From short-term assignments (even for a single day) to mid- and long-term placements, we can flexibly adjust staffing based on operational needs and business fluctuations. We help clients secure the right talent at the right time.
Practical Skill Assessment and Optimal Talent Matching
Clients can evaluate candidates’ skills, performance, and suitability through actual work experience before considering direct employment.
This enables more accurate and effective hiring decisions based on real workplace performance. Existing contract employees can also be transitioned to our staffing services, allowing clients to diversify and optimize employment-related risks.
It depends on the job requirements and the number of candidates needed. In addition, if you hire candidates who are currently employed, it will take at least one month from the time they accept the offer until they resign from their current company. Therefore, this period should also be taken into consideration. Please contact us for further details.
Yes, clients are welcome to conduct interviews and tests.
Yes. A referral fee will apply. The amount varies depending on the position and length of employment, so please contact us for details.
Yes, it is possible to terminate the internship before the agreed training period ends.
Under the Magang Law, the amount of compensation is not specifically regulated, so it may be determined freely. However, if the provincial or municipal government has issued regulations regarding internship compensation, those regulations must be followed. If no such regulations exist, the amount can be agreed upon between the company and the intern.
No. Interns may only perform the training activities specified in the internship program.
Loading services...
